Reviews
“Honest and brave … The new manifesto for women in the workplace.” —Oprah Winfrey
“Lean In is an inauguration more than a last word, and an occasion for celebration … Many, many women, young and old, elite and otherwise, will find it prescriptive, refreshing, and perhaps even revolutionary.” —Anna Holmes, The New Yorker
“A landmark manifesto … Fifty years after The Feminine Mystique … Sandberg addresses 21st-century issues that never entered Betty Friedan’s wildest dreams… Lean In will be an influential book. It will open the eyes of women who grew up thinking that feminism was ancient history, who recoil at the word but walk heedlessly through the doors it opened. And it will encourage those women to persevere in their professional lives.”—Janet Maslin, The New York Times
“Lean In poses a set of ambitious challenges to women: to create the lives we want, to be leaders in our work, to be partners in our homes, and to be champions of other women. Sheryl provides pragmatic advice on how women in the twenty-first century can meet these challenges. I hope women—and men—of my generation will read this book to help us build the lives we want to lead and the world we want to live in.” —Chelsea Clinton
“I approached it wearing two hats—one as CEO [and] the other as the parent of a nine-year-old daughter. In both capacities, I feel that Lean In is a must read.”—Mohamed El-Erian, CEO of PIMCO, in Fortune
“Inspirational … Sandberg offers concrete suggestions on how to make our work and home life more satisfying and successful.” —Kare Anderson, Forbes
“What Sandberg offers is a view that shows 20-somethings that choices and tradeoffs surely exist, but that the ‘old normal’ of blunting ambition so that you can fit in one category or another does not have to be the way it is. And that each of us has a say in what comes next. And that includes men.” —Gayle Tzemach Lemmon, The Atlantic
“Sheryl Sandberg has done a tremendous service with this work. It offers a vital and sharp message, for women and men. We need great leaders in key seats spread throughout all sectors of society, and we simply cannot afford to lose 50 percent of the smartest, most capable people from competing for those seats. Provocative, practical, and inspired!” —Jim Collins, author of Good to Great
“Sandberg recounts her own experiences and dilemmas with great honesty, making it easy for women across cultures and geographies to identify with her. She spells out much that is well known about the problems working women face, but rarely articulated … In every word she writes, Sandberg’s authenticity shines through.” —Shweta Punj, Business Today
“Lively, entertaining, urgent, and yes, even courageous … Lean In is both a radical read and incredibly accessible … While it’s obvious that women have much to gain from reading Sandberg’s book, so do men—perhaps even more so … Lean In is the beginning of an important and long-overdue conversation in the United States—but it will only be a national conversation, and one that endures, if men do their part and lean in, too.”—Michael Cohen, The Guardian
“Grade: A … a rallying cry to working women … Lean In is the most cogent piece of writing I’ve encountered that speaks to the internal and institutional forces that can trip up an ambitious woman, whether she has a baby on board or not … The wisdom she shares here is a gift that all women (and all partners who support them, in the workplace or at home) should give themselves.” —Meeta Agrawal, Entertainment Weekly
“If you loved Sheryl Sandberg’s incredible TEDTalk on why we have too few women leaders, or simply believe as I do that we need equality in the boardroom, then this book is for you. As Facebook’s COO, Sheryl Sandberg has firsthand experience of why having more women in leadership roles is good for business as well as society. Lean In is essential reading for anyone interested in righting the injustice of this inequality.” —Sir Richard Branson, chairman, the Virgin Group
“Sandberg’s message matters deeply: it has a shot at bringing about a cultural change that would improve the lives of all women.”—Judith Warner, TIME
“A muscular manifesto on the gender inequities of the professional world … Sandberg is making a disruptive, crucial observation that puts her very much in line with Friedan: All is not just in the gendered world, and we should be talking urgently about how to make it better.” —Rebecca Traister, Los Angeles Times
“No one who reads this book will ever doubt that Sandberg herself has the will to lead, not to mention the requisite commitment, intelligence, and ferocious work ethic … Sandberg is not just tough, however. She also comes across as compassionate, funny, honest, and likable … Most important, she is willing to draw the curtain aside on her own insecurities … Lean In is full of gems, slogans that ambitious women would do well to pin up on their wall … I nodded in recognition at so much of what Sandberg recounts, page after page.” —Anne-Marie Slaughter, The New York Times Book Review (cover review)
“Pivotal … It’s probably not an overstatement to say Sandberg is embarking on the most ambitious mission to reboot feminism and reframe discussions of gender since the launch of Ms. magazine in 1971. The thing is, she’s in a pretty good position to pull it off.” —Belinda Luscombe, TIME
“Important … This is a great moment for all of us—women and men—to acknowledge that the current male-dominated model of success isn’t working for women, and it’s not working for men, either … The world needs women to redefine success beyond money and power. We need a third metric, based on our well-being, our health, our ability to unplug and recharge and renew ourselves, and to find joy in both our job and the rest of our life.” —Arianna Huffington, Forbes
“I’ll bet most [women] will be thrilled by Lean In. I suspect at least a few men will read this book and think, Oh no, they’re starting to catch on.” —Michael Lewis, Vanity Fair
“A lucidly written, well-argued, and unabashedly feminist take on women and work, replete with examples from the author’s life.”—Julia Klein, USA Today
“Having read Lean In by Sheryl Sandberg, I can testify that it addresses internalized oppression, opposes the external barriers that create it, and urges women to support each other to fight both. It argues not only for women’s equality in the workplace, but men’s equality in home-care and child-rearing. Even its critics are making a deep if inadvertent point: Only in women is success viewed as a barrier to giving advice.” —Gloria Steinem
“Lean In has plenty for feminists and all women to applaud—and learn from … I’m glad Sandberg is speaking out. I’m glad she’s using her platform to help give women the tools to succeed, and to encourage all of us to go out and get what we want. The real strength of Lean In is in its Rosie the Riveter 2.0 message: ‘You can do it! Here’s how.’ … A crucial call to action.” —Jill Filipovic, The Guardian
“A call to live fearlessly … Lean In is a memoir, a self-help book, a career management guide, and a feminist manifesto … Let’s hope this is a book that is read as much as talked about.” —Marion Winik, Newsday
“Equality is a project everybody must work on together. For too long, achieving equality has been seen as women’s burden … By knowing this story, men will become more sophisticated thinkers and actors when it comes to gender … Lean In contains a whole lot for men to think seriously about … Men just need to read it.” —Patrick Thibodeau, CIO Magazine
“Unapologetic … Sandberg is using her power and influence to try and improve the world … Sandberg’s most powerful rhetorical device in the book is a saturation of stats that are sometimes shocking and sometimes reverberating—but always the kind that make you reevaluate what’s going on around us.” —Nicholas Carlson, Business Insider
“Sandberg’s voice is modest, humorous, warm, and enthusiastic … You don’t have to be climbing the corporate ladder—or, as Sandberg would call it, the jungle gym—to find her message useful. Don’t marry a man who isn’t egalitarian? Good plan! Be more confident? Excellent advice … I’m buying a copy of Lean In for my daughter and one for my stepdaughter, too.” —Katha Pollitt, The Nation
“Nuanced, persuasive, and brave … All of us—women and men alike—who care about creating a more equitable America ought to take her message to heart.” —Jane Eisner, The Forward
“After reading Lean In and listening to Sheryl, I realize that, while I believe I am relatively enlightened, I have not consistently walked the talk … I believe we—together—need to drive a fundamental culture change and it is up to us as leaders to make this change happen. What we have been doing hasn’t worked, and it is time to adjust … We have an opportunity to make a tremendous difference, and in so doing benefit our people, out culture, our company, and, just maybe, the world.” —John Chambers, CEO, Cisco
“Tremendously relevant … necessary … Lean In is more about being bold than it is about being female … Sandberg can reach beyond boundaries of age, success level, and gender to include all of those who have the privilege of playing on the jungle gym of corporations, academia, and government.” —Sharon Poczter, Forbes
“A rallying cry for both genders to continue the hard work of previous generations toward a more equitable division of voice, power, and leadership … Told with candor and filled with a mix of anecdote and annotated fact, Lean In inspires women to find their passion, pursue it with gusto, and ‘lean in’ to leadership roles in the workplace and the world.” —Linda Stankard, BookPage
“I plan to buy Lean In for our three grown daughters and daughter-in-law … In our family, and in families across the country, may the conversations begin.” —Connie Schultz, Washington Post
“I’m guessing that the average boardroom doesn’t have much better gender equality than a team of cave hunters attacking a woolly mammoth 30,000 years ago. So what gives? A provocative answer comes from Sheryl Sandberg, who has written a smart book that attributes the gender gap, in part, to chauvinism and corporate obstacles—but also, in part, to women who don’t aggressively pursue opportunities … there is something real and important in what she says.”—Nicholas Kristof, The New York Times
“Giving women the tools and skills they need to take themselves and society—worldwide—to the next level.” —Leslie L. Kossoff, Technorati.com
“Compelling … Sandberg writes with sophistication and thoughtful reflection … a book that has a powerful message but that is also full of personal vulnerability and first-hand anecdotes, packed with statistics and footnoted studies that back her points.”—Susan Adams, Forbes
“Her ideas are reasonable, thoughtful—and necessary.” —Michelle Goldberg, The Daily Beast
“When was the last time anybody talked this much about a women’s place in the world, period? Sandberg’s Lean In is opening up the dialogue—and, in true Silicon Valley fashion, she’s made it scalable … It’s put words to what we’d long felt but couldn’t quite articulate; the insecurities, the self-doubt, the fear that causes us to keep our hands down. Because, whether we’d recognized it or not, each of us … had been grappling with precisely what Sandberg aims to conquer … She’s also managed to bridge a gap that has mystified many an activist before her: reaching women who both self-identify as feminists, and those who don’t.” —Jessica Bennett, NYMag.com
“This is a book every young woman needs … I see her as an inspiration.” —Colleen Leahey, Fortune
“A lucidly written, well-argued and unabashedly feminist take on women and work, replete with examples from the author’s life. It draws on the ideas of no less an icon than Gloria Steinem, a Sandberg friend, and on recent research highlighting the double binds women face as they negotiate the corridors of power.”—Julia M. Klein, USA Today
“To get a sense of how I reacted to Facebook COO Sheryl Sandberg’s new book, look no further than the stars and exclamation points that fill the margins of my review copy … Among its merits is the way Sandberg doesn’t shy away from describing her own struggles to take risks at work, to ask for what she wants, to negotiate, to find an equal partner.” —Alexandra Chang, Wired
“Sheryl provides practical suggestions for managing and overcoming the challenges that arise on the ‘jungle gym’ of career advancement. I nodded my head in agreement and laughed out loud as I read these pages. Lean In is a superb, witty, candid, and meaningful read for women (and men) of all generations.” —Condoleezza Rice, former U.S. secretary of state
“To tackle society’s most pressing problems we need to unleash the leadership of both women and men. Lean In shows us the path and is an absolutely invaluable resource for the next generation of leaders and those who support them.”—Wendy Kopp, founder and CEO, Teach for America
“For the past five years, I’ve sat at a desk next to Sheryl and I’ve learned something from her almost every day. She has a remarkable intelligence that can cut through complex processes and find solutions to the hardest problems. Lean In combines Sheryl’s ability to synthesize information with her understanding of how to get the best out of people. The book is smart and honest and funny. Her words will help all readers—especially men—to become better and more effective leaders.” —Mark Zuckerberg, founder and CEO, Facebook
“Sheryl is a unique business leader because of her versatility and breadth. She has the two traits that are common in every successful leader I have known: curiosity and determination. Sheryl brings all of her insight to Lean In, an important new book that companies can use to get the most out of their talent. With her ideas and actions, Sheryl will help to define leadership in the years to come.” —Jeff Immelt, CEO, General Electric
“The key to opening some of life’s most difficult doors is already in our hands. Sheryl’s book reminds us that we can reach within ourselves to achieve greatness.” —Alicia Keys
This groundbreaking book tackles the pervasive issue of gender inequality in the workplace, offering a fresh perspective on women’s career advancement. It’s a rallying cry for women to assert themselves in professional settings and for society to address the barriers holding them back. The author shares personal anecdotes, research findings, and practical advice, challenging readers to confront gender biases and advocate for change. It’s not just a book about women in business; it’s a manifesto for a more equitable world that benefits everyone.
Lean In speaks primarily to ambitious women at various stages of their careers, from recent graduates to seasoned professionals. It’s particularly relevant for those in corporate settings or aspiring to leadership roles. However, the book’s reach extends beyond this primary audience. Men in leadership positions, HR professionals, and policy makers will find valuable insights into creating more inclusive workplaces. The book’s accessible style makes complex social issues digestible for a general readership, though some familiarity with corporate culture is helpful. While focused on American workplace dynamics, the principles discussed have global relevance, making it a worthwhile read for anyone interested in gender equality and professional development.
Imagine a world where women occupy half of all leadership positions, where their voices are equally heard in boardrooms and political chambers. This is the vision Sheryl Sandberg presents in her book Lean In: Women, Work, and the Will to Lead. It’s a world that’s tantalizingly close, yet frustratingly out of reach. Sandberg, the Chief Operating Officer of Facebook (now Meta), uses her own journey to the top of the tech industry as a springboard to discuss the broader challenges women face in the workplace.
The book opens with a stark reality check: despite women making up half the workforce and earning more college degrees than men, they still lag behind in leadership positions. Sandberg argues that this isn’t just a problem for women; it’s a problem for society as a whole. She points out that when women are empowered, economies grow, and companies perform better. But the path to this empowerment is fraught with obstacles, both external and internal.
Sandberg doesn’t shy away from controversial topics. She tackles the thorny issue of work-life balance head-on, challenging the notion that women can’t have both a successful career and a fulfilling personal life. She shares her own struggles with guilt and self-doubt, painting a relatable picture of the modern working woman. But she also offers hope, suggesting that with the right mindset and support systems, women can indeed “have it all” – though perhaps not all at the same time.
One of the book’s most compelling arguments is that women often hold themselves back. Sandberg introduces the concept of “leaning in” – actively seeking out opportunities and challenges rather than shying away from them. She encourages women to sit at the table (literally and figuratively), to make their partners real partners in household responsibilities, and to not leave before they leave – that is, to avoid scaling back their career ambitions in anticipation of future family responsibilities.
Readers of Lean In will learn practical strategies for navigating the complexities of the modern workplace. They’ll gain insights into negotiation techniques tailored for women, ways to build mentorship relationships, and how to recognize and combat gender bias in both others and themselves. The book also offers advice on building confidence, taking risks, and fostering a supportive network of peers. Perhaps most importantly, readers will come away with a renewed sense of possibility and a toolkit for effecting change in their own lives and workplaces.
The core message of Lean In is that women need to assert themselves more in their careers and that society needs to make changes to support this assertion. It’s like a two-sided coin: on one side, women must overcome internal barriers – the self-doubt, the hesitation, the tendency to hold back. On the other, society must dismantle external barriers – workplace discrimination, lack of family-friendly policies, and ingrained gender stereotypes.
Lean In ignited a global conversation about gender in the workplace when it was published in 2013, and its impact continues to reverberate. The book has been translated into more than 30 languages and has sold millions of copies worldwide. It spawned the creation of “Lean In Circles” – small groups of women who meet regularly to support each other’s ambitions – in countries around the globe.
However, the book has not been without its critics. Some have argued that Sandberg’s advice is too narrowly focused on corporate, privileged women and doesn’t address the challenges faced by women in lower economic brackets or different cultural contexts. Others have suggested that by focusing on what women can do to change themselves, Sandberg places too much of the burden for change on women rather than on systemic inequalities.
Despite these criticisms, Lean In has undeniably shifted the conversation around women in the workplace. It’s been credited with bringing issues like the confidence gap, impostor syndrome, and the importance of male allyship in gender equality to the forefront of public discourse. The book has been recognized with numerous awards, including being named one of the best books of the year by The New York Times and The Economist.
Perhaps the most significant impact of Lean In is that it’s made it more acceptable – even expected – for successful women to speak openly about the challenges they face and to advocate for change. In boardrooms and business schools alike, the ideas presented in Lean In have become part of the lexicon of gender and leadership discussions, marking a significant step forward in the ongoing fight for workplace equality.
Sheryl Sandberg’s Lean In is a thought-provoking and influential work that has significantly contributed to the conversation about gender equality in the workplace. We find that the book’s strengths lie in its compelling personal narrative, robust research foundation, and actionable advice. Sandberg’s willingness to share her own experiences and vulnerabilities makes the book relatable and engaging, while her use of academic research lends credibility to her arguments.
The book excels in providing practical strategies for women to advance their careers, from negotiation tactics to building mentorship relationships. We appreciate Sandberg’s emphasis on the importance of women supporting each other and her acknowledgment of the need for systemic change alongside individual action.
However, we must also consider the book’s limitations. Its focus on the experiences of highly educated, corporate women may not resonate with or be applicable to women in different socioeconomic circumstances or industries. We also note that while the book encourages women to be more assertive, it doesn’t fully address the potential backlash that can result from this behavior due to persistent gender stereotypes.
Furthermore, we find that the book’s emphasis on individual action, while valuable, may understate the impact of structural barriers and unconscious biases. It’s important for readers to understand that while personal initiative is crucial, it alone may not be sufficient to overcome systemic inequalities.
Despite these limitations, we believe that Lean In offers valuable insights and strategies for women navigating their careers. Its impact on public discourse about gender in the workplace is undeniable, and many of its messages continue to be relevant and empowering.
Our Recommendation
We recommend Lean In to women at various stages of their careers, particularly those in or aspiring to corporate or professional roles. The book provides a wealth of practical advice and food for thought that can help readers reflect on their own experiences and develop strategies for career advancement.
However, we suggest reading Lean In as part of a broader exploration of gender issues in the workplace. Complementing it with books that offer different perspectives or focus on specific aspects of gender equality can provide a more comprehensive understanding of the challenges and potential solutions. For those interested in a more intersectional approach or looking for advice applicable to a wider range of work environments, we recommend supplementing Lean In with other texts that address these areas. Ultimately, while not without its flaws, Lean In remains a valuable contribution to the ongoing conversation about women’s empowerment and gender equality in the professional world.
The essence of Lean In revolves around several key topics that form the backbone of Sheryl Sandberg’s message. One of the most crucial is the concept of “leaning in” itself. This idea encourages women to actively pursue opportunities and challenges in their careers, rather than holding back due to fear, self-doubt, or societal expectations. Sandberg argues that by leaning in, women can overcome internal barriers and make significant strides in their professional lives. She emphasizes that leaning in is not just about individual ambition, but about creating a more equitable workplace and society.
Another critical topic is the confidence gap between men and women. Sandberg highlights research showing that women often underestimate their abilities and are less likely to attribute their success to their own skills. This lack of confidence can lead to missed opportunities and slower career progression. The author stresses the importance of women recognizing their worth and advocating for themselves in the workplace, whether it’s in salary negotiations or pursuing promotions.
The book also tackles the complex issue of work-life balance, particularly for women with families. Sandberg challenges the notion that women must choose between a successful career and a fulfilling personal life. She argues for a more nuanced understanding of balance, suggesting that it’s okay to strive for both, even if perfection in both areas isn’t always achievable. The author emphasizes the importance of choosing a supportive partner and dividing household responsibilities equally.
Gender bias in the workplace is another key topic explored in depth. Sandberg discusses both overt discrimination and more subtle forms of bias that can hinder women’s progress. She points out how gender stereotypes can lead to women being perceived negatively for the same behaviors that are praised in men. The book encourages readers to recognize these biases in themselves and others, and provides strategies for combating them.
The importance of mentorship and sponsorship for women’s career advancement is another critical element of the book. Sandberg distinguishes between mentors (who offer advice and guidance) and sponsors (who actively advocate for their protégés’ advancement). She emphasizes the value of both and provides advice on how to cultivate these relationships. The author also encourages successful women to “pay it forward” by mentoring and sponsoring other women.
Lastly, Sandberg addresses the need for institutional and societal changes to support women’s advancement. While much of the book focuses on what individual women can do, she acknowledges that systemic changes are necessary for true equality. This includes policies like paid family leave, flexible work arrangements, and efforts to combat workplace discrimination. Sandberg argues that these changes benefit not just women, but families, companies, and society as a whole.
The Tiara Syndrome Sandberg uses the concept of the “tiara syndrome” to illustrate how women often expect their hard work to be recognized and rewarded without actively advocating for themselves. She shares an anecdote about a woman who worked diligently for years, hoping her boss would notice and reward her with a promotion (metaphorically placing a tiara on her head). Instead, the promotion went to a colleague who had explicitly asked for it. This example underscores Sandberg’s point about the importance of women speaking up and asking for what they want in their careers.
The Heidi/Howard Study To illustrate the double standards women face in the workplace, Sandberg cites the Heidi/Howard study. In this study, business school students were given identical case studies about a successful entrepreneur, with the only difference being the name (Heidi for one group, Howard for the other). While students rated Heidi and Howard as equally competent, they found Heidi less likable and more selfish. This example powerfully demonstrates how the same behaviors can be perceived differently based on gender, highlighting the unconscious biases women face.
The Mommy Penalty and Daddy Bonus Sandberg discusses research showing that mothers face wage penalties and are perceived as less committed to their jobs, while fathers often receive pay increases and are seen as more stable and committed. She shares personal anecdotes about being visibly pregnant during important business negotiations and the challenges of balancing new motherhood with her career at Google. These examples illustrate the pervasive nature of gender bias, particularly for women with families, and the need for societal change.
The Success and Likeability Correlation To demonstrate how success and likeability are positively correlated for men but negatively correlated for women, Sandberg cites several studies. One particularly striking example is a study where participants evaluated the resume of a successful female entrepreneur. When the entrepreneur was described as “outgoing,” she was deemed much more likeable than when she was described as “shy.” However, for male entrepreneurs, there was no difference in likeability based on personality descriptors. This example highlights the tightrope women often walk between being perceived as competent and likeable.
The Mentor-Mentee Relationship Sandberg shares her own experiences with mentorship, including her relationship with Larry Summers, who was her thesis advisor at Harvard and later brought her to work at the World Bank. She uses this example to illustrate how mentorship can open doors and provide invaluable guidance. However, she also cautions against the common mistake of asking strangers to be mentors, sharing an anecdote about a young woman who approached her at an event with a long list of career questions. Instead, Sandberg advises focusing on building authentic relationships that can naturally evolve into mentorship.
The Power of Peer Support To illustrate the importance of peer support, Sandberg describes the monthly dinner group she formed with other women in technology. This group provided a safe space to discuss challenges, share advice, and offer support. She uses this example to encourage readers to form their own “Lean In Circles,” small groups of peers who meet regularly to learn and grow together. This concept has since grown into a global movement, with thousands of Lean In Circles in countries around the world.
Sit at the Table
Sandberg observes that women often undermine themselves by literally and figuratively not taking a seat at the table. She recounts instances where women would sit at the side of the room during meetings rather than joining their colleagues at the main table. To apply this insight, make a conscious effort to physically position yourself in places of power and influence. In meetings, choose a seat at the main table. In discussions, voice your opinions and ideas confidently. If you’re working remotely, ensure your video is on and you’re actively participating in virtual meetings. Don’t wait to be invited – assume you belong and act accordingly. By physically placing yourself in the center of action, you signal to others (and yourself) that your contributions are valuable and necessary.
Don’t Leave Before You Leave
One of Sandberg’s most striking insights is how women often begin to scale back their career ambitions long before they actually need to, in anticipation of future family responsibilities. This “leaving before you leave” can result in missed opportunities and stunted career growth. To combat this, continue to take on challenging assignments and seek promotions, even if you’re considering starting a family in the future. Make decisions based on your current situation, not hypothetical future scenarios. If you do decide to have children, wait until you’re actually on maternity leave to make decisions about your return to work. By staying fully engaged in your career, you’ll have more options and negotiating power when the time comes to make work-life balance decisions.
Make Your Partner a Real Partner
Sandberg emphasizes the importance of having a supportive partner who shares equally in household and childcare responsibilities. She argues that this is crucial for women’s career advancement. To apply this insight, have open and honest conversations with your partner about career goals and household responsibilities. Establish clear expectations and divide tasks equitably. If you’re single, consider a potential partner’s views on gender roles and their willingness to support your career as an important factor in compatibility. For those already in relationships, regularly reassess and adjust the division of labor at home. Remember, equality at home supports equality at work.
Done is Better Than Perfect
Perfectionism can be a significant barrier to women’s success, Sandberg argues. Women often hold themselves to impossibly high standards, which can lead to missed opportunities and increased stress. To combat this, adopt a “good enough” mindset for non-critical tasks. Set realistic deadlines for yourself and stick to them, even if the result isn’t perfect. Practice delegating tasks both at work and at home. When facing a new challenge, focus on getting started rather than waiting until you feel fully prepared. By prioritizing progress over perfection, you’ll accomplish more and create opportunities for growth and learning.
Negotiate Like a Woman
Sandberg points out that women often struggle with negotiation, particularly when it comes to salary. She advises women to negotiate differently than men, focusing on communal benefits rather than individual gains. When negotiating, frame your requests in terms of how they will benefit your team or organization. For example, instead of saying “I deserve a raise,” try “By compensating me fairly, the company will be able to retain top talent and improve team performance.” Practice your negotiation skills in low-stakes situations to build confidence. Research industry standards for compensation and come prepared with data to support your requests. Remember, negotiation is a skill that improves with practice.
Seek and Speak Your Truth
Authenticity and honesty are key themes in Lean In. Sandberg encourages women to share their experiences and challenges openly. To apply this, start by being honest with yourself about your goals, strengths, and weaknesses. In professional settings, don’t be afraid to share personal anecdotes that illustrate your points or demonstrate your leadership skills. When facing challenges, reach out to colleagues or mentors for advice and support. By being open about your experiences, you not only build stronger connections but also create an environment where others feel comfortable doing the same.
Build a Personal Board of Directors
Instead of seeking a single mentor, Sandberg advises building a diverse network of advisors – a personal board of directors. To implement this, identify individuals in your field who have skills or experiences you admire. These could be senior colleagues, peers in different departments, or professionals in related industries. Cultivate relationships with these individuals through regular check-ins, asking for specific advice on challenges you’re facing. Be sure to offer support in return, making the relationships mutually beneficial. Aim for diversity in your board – include people of different genders, ages, and backgrounds to get a wide range of perspectives.
Embrace “And” Over “Or”
Sandberg challenges the notion that women must choose between career success and personal fulfillment. She advocates for embracing “and” rather than “or” thinking. To apply this insight, reframe your thinking about work-life balance. Instead of seeing it as a zero-sum game, look for ways your personal life can enrich your professional life and vice versa. For example, skills learned through volunteering can be applied at work, while professional networks can support personal goals. Set boundaries to protect time for both work and personal life, but remain flexible. Remember that balance looks different for everyone and can change over time. The goal is to create a life that integrates your various roles and aspirations.
Own Your Success
Sandberg notes that women often attribute their success to external factors like luck or help from others, while men are more likely to credit their own abilities. To combat this, practice owning your accomplishments. Keep a record of your achievements and the skills you used to attain them. When receiving compliments or recognition, resist the urge to deflect. Instead, respond with a simple “Thank you” and, if appropriate, share a brief explanation of how you accomplished the task. In performance reviews or job interviews, be prepared to discuss your contributions confidently. By owning your success, you not only boost your own confidence but also challenge stereotypes about women’s capabilities in the workplace.
Compelling Personal Narrative
Sheryl Sandberg’s use of personal anecdotes and experiences from her own career journey significantly enhances the book’s impact. By sharing her struggles, failures, and successes, Sandberg creates a relatable narrative that resonates with readers. Her candid discussion of challenges she faced, such as feeling like an impostor in high-level meetings or grappling with work-life balance as a new mother, humanizes the issues she addresses. This personal touch makes the book’s messages more accessible and memorable, allowing readers to see themselves in Sandberg’s experiences and apply her insights to their own lives.
Robust Research Foundation
Lean In is not just a collection of personal observations; it’s grounded in extensive research from various fields including psychology, sociology, and economics. Sandberg cites numerous academic studies and expert opinions to support her arguments, giving the book a solid intellectual foundation. For instance, her discussion of the confidence gap between men and women is backed by multiple studies showing how women consistently underestimate their abilities. This blend of personal experience and academic research lends credibility to Sandberg’s arguments and provides readers with a comprehensive understanding of the issues at hand.
Actionable Advice
One of the book’s greatest strengths is its focus on practical, implementable strategies. Sandberg doesn’t just identify problems; she offers concrete solutions and actionable steps for readers to take. From negotiation tactics tailored for women to strategies for building mentorship relationships, the book is filled with advice that readers can immediately apply to their professional lives. For example, Sandberg’s suggestion to “sit at the table” is accompanied by specific tips on how to project confidence in meetings and discussions. This practical approach makes the book a valuable resource for women at various stages of their careers.
Conversation Starter
Lean In has been instrumental in bringing issues of gender inequality in the workplace to the forefront of public discourse. By openly discussing topics that were often considered taboo or uncomfortable, such as the impact of pregnancy on career progression or the double standards women face in leadership roles, Sandberg has helped to normalize these conversations. The book has sparked discussions in boardrooms, classrooms, and living rooms around the world, encouraging both men and women to examine and challenge their assumptions about gender roles in the workplace and at home.
Emphasis on Systemic Change
While much of the book focuses on what individual women can do to advance their careers, Sandberg also acknowledges the need for systemic changes. She discusses the importance of workplace policies that support women, such as paid family leave and flexible work arrangements. By addressing both individual actions and institutional reforms, Sandberg presents a more holistic approach to achieving gender equality in the workplace. This dual focus helps readers understand that while personal initiative is crucial, broader societal changes are also necessary for true progress.
Intersectionality of Work and Personal Life
Sandberg’s exploration of the intersection between professional and personal life is particularly insightful. She challenges the notion that work and family are entirely separate spheres, instead arguing for a more integrated approach. Her discussion of how choosing a supportive partner can be one of the most important career decisions a woman makes is particularly thought-provoking. By examining how personal choices impact professional opportunities and vice versa, Sandberg provides a more nuanced and realistic view of career development than many traditional career advice books.
Limited Perspective
One of the most significant criticisms of Lean In is its focus on the experiences of highly educated, corporate women. Sandberg’s advice, while valuable, is primarily applicable to women in professional and managerial roles. The book largely overlooks the challenges faced by women in blue-collar jobs, service industries, or those struggling with poverty. This narrow focus limits the book’s relevance and applicability to a broader audience. For instance, the advice to negotiate for better pay or flexible work arrangements may not be feasible for women in low-wage jobs or industries with less flexible work structures.
Overemphasis on Individual Action
While Sandberg does acknowledge the need for institutional change, some critics argue that the book places too much emphasis on what individual women can do to overcome systemic barriers. This approach risks placing the burden of change primarily on women themselves, rather than on the structures and systems that perpetuate inequality. For example, the suggestion that women should “lean in” and assert themselves more in the workplace doesn’t fully address the societal and organizational biases that often penalize women for the very behaviors Sandberg encourages.
Cultural Limitations
Lean In is largely written from an American perspective and may not fully account for cultural differences in other parts of the world. The strategies and advice Sandberg offers may not translate well to cultures with different attitudes towards gender roles, hierarchy, or work-life balance. For instance, her emphasis on assertiveness and self-promotion may be less effective or even counterproductive in cultures that value modesty and collective achievement over individual success. This cultural specificity limits the book’s global applicability and relevance.
Insufficient Attention to Intersectionality
While Sandberg does briefly acknowledge that women of color face additional barriers, the book doesn’t deeply explore the intersectionality of gender with other factors such as race, ethnicity, sexual orientation, or disability. This oversight means that the unique challenges faced by women who experience multiple forms of discrimination are not adequately addressed. For example, the strategies suggested for negotiating or advancing one’s career may need to be significantly adapted for women who also face racial bias or other forms of discrimination.
The Myth of Meritocracy
One significant blind spot in Lean In is the implicit assumption that the workplace operates as a meritocracy, where hard work and talent are the primary determinants of success. While Sandberg acknowledges systemic barriers, the book’s emphasis on individual action may lead readers to underestimate the impact of structural inequalities and unconscious biases. This perspective can create a misconception that if women simply work hard enough and assert themselves more, they will inevitably succeed. However, this overlooks the complex ways in which gender, race, class, and other factors intersect to create unique challenges for different groups of women. Chimamanda Ngozi Adichie’s We Should All Be Feminists offers a more nuanced exploration of these intersecting factors, while Iris Bohnet’s What Works: Gender Equality by Design provides research-based strategies for addressing systemic biases in organizations. These books complement Lean In by offering a broader perspective on the structural changes needed to achieve gender equality in the workplace.
The Double Bind of Assertiveness
While Sandberg encourages women to be more assertive in the workplace, she may underestimate the potential backlash that can result from this behavior. Women who follow her advice to “sit at the table” and speak up more may find themselves facing negative reactions due to persistent gender stereotypes. This creates a double bind where women are criticized for being too passive if they don’t assert themselves, but are labeled as aggressive or bossy when they do. The book doesn’t fully explore strategies for navigating this complex terrain. Deborah Tannen’s Talking from 9 to 5: Women and Men at Work offers a more in-depth analysis of the nuances of workplace communication and the ways gender affects perceptions of assertiveness. Additionally, Joan C. Williams and Rachel Dempsey’s What Works for Women at Work provides practical strategies for navigating the double standards and biases women face when trying to assert themselves in professional settings.
The Limitations of Mentorship
While Sandberg rightly emphasizes the importance of mentorship and sponsorship for women’s career advancement, she may overstate the ease of finding and maintaining these relationships. The book doesn’t fully address the challenges women, especially women of color, may face in securing mentors in male-dominated industries or organizations. There’s also a risk that readers might misinterpret Sandberg’s advice and expect mentors to solve all their career challenges, rather than seeing mentorship as one tool among many for professional development. Sylvia Ann Hewlett’s Forget a Mentor, Find a Sponsor offers a more nuanced look at the distinctions between mentorship and sponsorship, and provides strategies for cultivating these crucial relationships. Meanwhile, Carla Harris’s Expect to Win provides insights into navigating mentorship and sponsorship from the perspective of a woman of color in a leadership position.
The Complexity of Work-Life Integration
Sandberg’s discussion of work-life balance, while valuable, may oversimplify the challenges many women face in integrating their professional and personal lives. The book’s advice on making your partner a “real partner” and negotiating for flexibility at work assumes a level of leverage and support that many women don’t have. This could lead to feelings of inadequacy or frustration for readers who are unable to implement these strategies due to financial constraints, unsupportive partners, or inflexible work environments. Furthermore, the book doesn’t fully explore the emotional labor involved in constantly negotiating these boundaries. Anne-Marie Slaughter’s Unfinished Business: Women Men Work Family offers a more comprehensive examination of the structural changes needed to support true work-life integration. Brigid Schulte’s Overwhelmed: Work, Love, and Play When No One Has the Time provides a deeper dive into the systemic and cultural factors that make work-life balance so elusive for many women.
The Role of Male Allies
While Sandberg acknowledges the importance of male support in achieving gender equality, Lean In doesn’t provide extensive guidance on how to engage men as allies in the workplace. This oversight could lead to a misconception that the responsibility for change lies solely with women. The book could benefit from more strategies on how to involve men in conversations about gender equality and how to cultivate male allies in professional settings. Without this, there’s a risk that efforts to implement Sandberg’s advice could inadvertently exclude or alienate male colleagues. David G. Smith and W. Brad Johnson’s Good Guys: How Men Can Be Better Allies for Women in the Workplace fills this gap by offering concrete strategies for men to support gender equality in professional settings. Additionally, Michael Kimmel’s Angry White Men: American Masculinity at the End of an Era provides valuable insights into the cultural and societal factors that can make some men resistant to gender equality initiatives, helping readers understand and address potential pushback.
Nice Girls Don’t Get the Corner Office by Lois P. Frankel
While both Sandberg and Frankel address the challenges women face in the workplace, their approaches differ significantly. Frankel’s book focuses on specific behaviors women engage in that may hinder their professional advancement, offering 133 practical tips for overcoming these self-sabotaging behaviors. In contrast, Sandberg’s Lean In takes a broader view, examining systemic issues alongside individual actions. Frankel’s advice is more prescriptive and detail-oriented, while Sandberg’s is more conceptual and supported by research and personal anecdotes. However, both books share the core message that women need to be more assertive and self-aware in their professional lives. Frankel’s book may be more immediately applicable for women looking for specific behavior changes, while Sandberg’s offers a more comprehensive understanding of the larger issues at play.
The Confidence Code by Katty Kay and Claire Shipman
Kay and Shipman’s book complements Lean In by diving deep into one of Sandberg’s key themes: the confidence gap between men and women. While Sandberg touches on this issue, The Confidence Code explores it in much greater detail, combining scientific research with practical advice. The authors investigate the roots of confidence, examining both nature and nurture factors. Unlike Lean In, which covers a broad range of workplace issues, The Confidence Code maintains a laser focus on building confidence. Both books argue that women’s lack of confidence holds them back professionally, but Kay and Shipman provide a more thorough exploration of the science behind this phenomenon and offer more specific strategies for boosting confidence.
Feminist Fight Club by Jessica Bennett
Bennett’s book takes a more humorous and irreverent approach to many of the same issues Sandberg addresses in Lean In. While Sandberg’s tone is more serious and her examples often come from high-level corporate environments, Bennett uses wit and relatable anecdotes from a variety of workplaces to illustrate her points. Feminist Fight Club is structured as a “battle plan” for combating sexism in the workplace, offering specific tactics for dealing with various types of workplace discrimination. In contrast to Lean In’s focus on individual advancement, Bennett’s book has a more collective approach, emphasizing the importance of women supporting each other. Both books aim to empower women in the workplace, but Bennett’s more casual style and focus on everyday sexism may resonate more with younger women or those earlier in their careers.
Forget a Mentor, Find a Sponsor by Sylvia Ann Hewlett
While Sandberg discusses the importance of mentorship in Lean In, Hewlett’s book argues that sponsorship is even more crucial for career advancement. Hewlett makes a clear distinction between mentors (who offer advice and support) and sponsors (who actively advocate for your career progression). This book delves much deeper into the mechanics of these professional relationships than Lean In does. Hewlett provides detailed strategies for identifying and cultivating sponsor relationships, backed by extensive research. Both books emphasize the importance of building professional networks, but Hewlett’s focus on sponsorship offers a more targeted approach to career advancement. Forget a Mentor, Find a Sponsor may be particularly useful for readers who are inspired by Lean In but are looking for more specific guidance on how to advance their careers through strategic relationships.
Invisible Women by Caroline Criado Perez
Perez’s book takes a significantly different approach from Lean In, focusing on how gender bias is built into the very systems and structures of our world. While Sandberg primarily addresses workplace issues and individual actions, Perez examines how the lack of sex-disaggregated data leads to a world designed for men as the default. Invisible Women covers a broader range of topics, from healthcare and urban planning to technology and politics. Unlike Lean In, which offers advice for navigating existing systems, Perez’s book argues for fundamental changes to these systems. Both books highlight gender inequalities, but Invisible Women provides a more comprehensive view of how these inequalities permeate all aspects of society, not just the workplace.
Develop Self-Awareness and Confidence
Assert Yourself in the Workplace
Build a Strong Professional Network
Prioritize Work-Life Integration
Advocate for Yourself and Others
Continuously Educate Yourself
Challenge the Status Quo
Implement Gender-Balanced Hiring Practices
Organizations can apply Sandberg’s insights by implementing gender-balanced hiring practices. This involves actively seeking out diverse candidates, using gender-neutral language in job descriptions, and ensuring diverse interview panels. Such practices can help businesses tap into a wider talent pool and create a more inclusive workplace culture, potentially leading to increased innovation and better decision-making.
However, implementing these practices can face resistance from those accustomed to traditional hiring methods. There may be concerns about maintaining hiring quality or misconceptions that such practices give unfair advantages to women. Additionally, finding diverse candidates in certain industries or locations may prove challenging.
To overcome these obstacles, businesses should focus on education and transparency. Provide training on unconscious bias for all employees involved in hiring processes. Clearly communicate the business benefits of diverse teams, backed by research data. Develop partnerships with women’s professional organizations and universities to expand the candidate pool. Regularly track and share diversity metrics to demonstrate progress and accountability.
Establish Mentorship and Sponsorship Programs
Businesses can create formal mentorship and sponsorship programs to support women’s career advancement. These programs should pair junior women with senior leaders (both male and female) who can provide guidance, support, and advocacy. This aligns with Sandberg’s emphasis on the importance of mentorship and can help create a pipeline of women leaders within the organization.
Challenges in implementing such programs include finding enough willing and suitable mentors, ensuring the quality and consistency of mentoring relationships, and preventing these programs from being seen as preferential treatment. There may also be concerns about time commitment from both mentors and mentees.
To address these challenges, organizations should provide thorough training for both mentors and mentees, clearly outlining expectations and best practices. Consider implementing a mentoring software platform to facilitate matching and track progress. Recognize and reward effective mentors to encourage participation. Additionally, create mentoring circles or group mentoring sessions to maximize impact with limited resources. Finally, extend mentoring opportunities to all employees to avoid perceptions of unfairness.
Revise Performance Evaluation Processes
Organizations should review and revise their performance evaluation processes to eliminate gender bias. This includes using standardized evaluation criteria, providing specific examples of behaviors rather than relying on subjective judgments, and having diverse evaluation panels. This aligns with Sandberg’s discussion of how gender stereotypes can negatively impact women’s career progression.
Implementing these changes can be challenging due to ingrained habits and unconscious biases. Managers may resist changes to familiar evaluation methods, and there may be concerns about the time and resources required to overhaul existing systems.
To overcome these obstacles, start by educating all employees about the impact of unconscious bias on performance evaluations. Provide training on how to give objective, behavior-based feedback. Implement a system of checks and balances, such as having HR review evaluations for potential bias before they’re finalized. Gradually phase in changes to the evaluation process, starting with pilot programs in specific departments. Regularly analyze evaluation data to identify and address any persistent gender disparities.
Promote Flexible Work Arrangements
Businesses should implement and normalize flexible work arrangements, such as remote work options, flexible hours, or job sharing. This aligns with Sandberg’s discussion of work-life integration and can help retain talented employees who might otherwise leave due to family responsibilities.
Challenges in implementing flexible work arrangements include concerns about productivity and team cohesion, resistance from managers accustomed to traditional work models, and potential resentment from employees whose roles don’t allow for such flexibility.
To address these challenges, start by piloting flexible work arrangements in select departments and closely monitoring outcomes. Provide training for managers on how to effectively lead remote or flexible teams. Establish clear performance metrics focused on results rather than hours worked. Create guidelines for communication and collaboration to maintain team cohesion. Regularly survey employees to identify and address any issues that arise. For roles that can’t accommodate full flexibility, explore other options like shift swapping or compressed work weeks to provide some level of flexibility to all employees.
Establish Pay Equity Processes
Organizations should implement robust pay equity processes, including regular pay audits and transparent salary bands. This aligns with Sandberg’s discussion of the gender pay gap and can help ensure fair compensation regardless of gender.
Implementing pay equity processes can be challenging due to the complexity of compensation structures, potential legal implications, and resistance from those who may perceive it as a threat to their own compensation. There may also be concerns about the cost of addressing any identified pay disparities.
To overcome these obstacles, start by conducting a thorough pay equity analysis with the help of external experts if necessary. Develop a clear action plan to address any identified disparities over time. Implement salary bands and clearly communicate the criteria for each level to all employees. Train managers on how to make equitable compensation decisions. Consider implementing a policy of not asking for salary history during hiring to avoid perpetuating past pay inequities. Regularly review and adjust compensation practices to ensure ongoing equity.
Create Leadership Development Programs for Women
Businesses should establish leadership development programs specifically designed to support women’s advancement into senior roles. These programs could include targeted skill development, exposure to senior leadership, and opportunities to lead high-profile projects. This aligns with Sandberg’s call for more women in leadership positions.
Challenges in implementing such programs include potential backlash from male employees who may feel excluded, difficulty in scaling the program to reach all eligible women, and ensuring that the program leads to actual promotions rather than just skill development.
To address these challenges, clearly communicate the business case for developing women leaders, highlighting how it benefits the entire organization. Consider creating parallel leadership development programs for other underrepresented groups. Ensure that the program includes sponsorship from senior leaders who can advocate for participants’ advancement. Track the career progression of program participants and adjust the curriculum based on what leads to successful promotions. Additionally, involve male allies in the program as mentors or speakers to foster inclusivity and support.
Address Unconscious Bias Through Training and Systems
Organizations should implement comprehensive unconscious bias training for all employees, especially those in decision-making positions. This should be coupled with systemic changes to mitigate the impact of bias. This aligns with Sandberg’s discussion of how unconscious bias can hinder women’s career progression.
Challenges include skepticism about the effectiveness of bias training, difficulty in measuring outcomes, and resistance from employees who may feel accused or defensive. There’s also the risk of training being seen as a one-time solution rather than part of ongoing cultural change.
To overcome these obstacles, frame unconscious bias training as part of broader diversity and inclusion efforts, emphasizing how it benefits everyone. Use interactive, scenario-based training methods to increase engagement and retention. Supplement training with ongoing reminders and resources. Implement systemic changes alongside training, such as using blind resume reviews or structured interview processes, to reduce the impact of individual biases. Regularly assess the workplace culture through surveys and focus groups to measure the long-term impact of these efforts and identify areas for further improvement.
The Rise of Remote Work
The COVID-19 pandemic accelerated the shift towards remote work, a trend that’s likely to continue. This aligns with Sandberg’s emphasis on flexible work arrangements as a key factor in supporting women’s career advancement. Remote work can level the playing field by reducing the impact of office politics and presenteeism. It also offers more flexibility for managing work-life integration, a central theme in Lean In. However, it presents new challenges. Women may need to adapt Sandberg’s advice on “sitting at the table” to virtual environments. The future may require new strategies for visibility and career advancement in remote or hybrid work settings.
Increased Focus on Diversity, Equity, and Inclusion (DEI)
There’s a growing emphasis on DEI in the corporate world. This trend amplifies many of Sandberg’s arguments about the importance of gender diversity in leadership. Companies are increasingly recognizing the business benefits of diverse teams. Many are setting concrete goals for women’s representation at all levels. This shift could accelerate the implementation of Lean In principles in organizational policies and practices. It may also lead to more nuanced discussions about intersectionality, addressing some of the criticisms of Sandberg’s work.
The Gig Economy and Non-Traditional Career Paths
The rise of the gig economy and non-linear career paths challenges some assumptions in Lean In. Sandberg’s advice is largely geared towards traditional corporate careers. However, many women are now choosing freelance work, entrepreneurship, or portfolio careers. These paths offer flexibility but also new challenges. Women in these roles may need to adapt Sandberg’s strategies for networking, mentorship, and career advancement. The future may require a reimagining of what “leaning in” looks like outside of traditional corporate structures.
Artificial Intelligence and Automation in the Workplace
AI and automation are reshaping the job market. This trend could have significant implications for gender equality in the workplace. On one hand, it might eliminate some jobs where women are overrepresented. On the other, it could create new opportunities in tech-related fields. Sandberg’s emphasis on women pursuing leadership in tech becomes even more relevant in this context. The future may require women to continuously upskill and adapt to remain competitive. It might also necessitate new strategies for asserting human value in increasingly automated workplaces.
Mental Health and Wellbeing in the Workplace
There’s growing recognition of the importance of mental health and wellbeing at work. This trend connects with Sandberg’s discussions on work-life balance and the emotional toll of striving for career success. Future applications of Lean In principles may need to place greater emphasis on sustainable ambition and avoiding burnout. Companies might increasingly adopt policies that support not just women’s career advancement, but also their overall wellbeing. This could lead to a more holistic interpretation of what it means to “lean in” to one’s career.
The publication of Lean In in 2013 marked a significant moment in the discourse around women in the workplace. Its impact has been far-reaching, sparking conversations in boardrooms, classrooms, and households around the world. The book has played a crucial role in bringing issues of gender inequality in the professional sphere to the forefront of public consciousness.
One of the most significant impacts of Lean In has been the creation of “Lean In Circles,” small groups of women who meet regularly to discuss career challenges and support each other’s ambitions. These circles have spread globally, creating a network of women supporting and empowering each other in their professional lives. This grassroots movement has the potential to create lasting change by fostering a sense of community and shared purpose among women in various industries.
In the corporate world, Lean In has influenced policies and practices related to gender diversity and inclusion. Many companies have renewed their focus on issues such as pay equity, family-friendly policies, and increasing female representation in leadership roles. While progress has been slow, the book has contributed to a shift in corporate culture, making it more acceptable and expected for companies to actively address gender imbalances.
The book has also had a significant impact on individual women’s career strategies. Concepts like “sitting at the table” and “don’t leave before you leave” have become part of the lexicon of career advice for women. Many women report feeling more empowered to assert themselves in the workplace and to actively seek out opportunities for advancement after reading Lean In.
However, the book’s focus on individual action has also faced criticism for potentially placing too much burden on women to change themselves rather than addressing systemic issues. This critique has sparked further discussions about the role of institutional and societal changes in achieving gender equality, leading to a more nuanced understanding of the complexities involved in women’s professional advancement.
In academia, Lean In has stimulated new research into topics such as gender and leadership, work-life balance, and the impact of unconscious bias in the workplace. The book’s popularity has brought increased attention and funding to these areas of study, potentially leading to new insights and strategies for achieving gender equality in professional settings.
Looking ahead, the long-term impact of Lean In may be seen in the next generation of women entering the workforce. Young women who have grown up with the book’s messages may approach their careers with greater confidence and higher expectations for equality. This could lead to a gradual shift in workplace dynamics as these women move into leadership positions.
Invisible Women: Data Bias in a World Designed for Men by Caroline Criado Perez
This book offers a broader perspective on gender inequality beyond the workplace. Perez examines how gender bias is built into various aspects of society, from urban planning to medical research. It complements Lean In by highlighting the systemic nature of gender discrimination, providing readers with a more comprehensive understanding of the challenges women face. The book’s focus on data and design adds a unique dimension to the conversation about gender equality, showing how seemingly neutral systems can perpetuate inequality.
What Works: Gender Equality by Design by Iris Bohnet
Bohnet’s book provides a data-driven approach to achieving gender equality in organizations. It offers practical, evidence-based solutions for de-biasing workplaces, complementing Sandberg’s more personal approach in Lean In. Readers will gain insights into how small changes in processes and systems can have significant impacts on gender equality. This book is particularly valuable for those in positions to implement organizational changes, offering concrete strategies to put Lean In’s principles into practice.
The Mother of All Questions by Rebecca Solnit
Solnit’s collection of essays offers a feminist perspective that both complements and challenges some of Sandberg’s ideas. It explores themes of silence, gender, and power in a broader societal context. This book can help readers develop a more nuanced understanding of feminism and its various strands, providing context for the corporate feminism espoused in Lean In. It’s particularly valuable for readers looking to expand their feminist thinking beyond the workplace.
Unlocking the Clubhouse: Women in Computing by Jane Margolis and Allan Fisher
This book focuses on the specific challenges women face in technology fields, an area Sandberg touches on in Lean In. Margolis and Fisher examine why fewer women enter and stay in computer science, offering insights into the cultural and structural barriers at play. For readers interested in technology careers or in understanding the unique challenges of male-dominated fields, this book provides valuable context and strategies.
The Fix: Overcome the Invisible Barriers That Are Holding Women Back at Work by Michelle P. King
King’s book builds on many of the themes in Lean In, but with a stronger focus on organizational change rather than individual actions. It examines how workplace cultures are often designed for men’s success and offers strategies for creating more inclusive environments. This book is particularly useful for readers who want to understand how to create systemic change in their organizations, complementing Sandberg’s more individually-focused advice.
Unfinished Business: Women Men Work Family by Anne-Marie Slaughter
Slaughter’s book offers a different perspective on work-life balance than Sandberg’s, arguing for a broader redefinition of success and value in society. It explores how both men and women can create more balanced lives and careers. This book is valuable for readers who want to critically examine some of the assumptions in Lean In and consider alternative models for combining career and family life.
We Should All Be Feminists by Chimamanda Ngozi Adichie
This short book, adapted from Adichie’s TED talk, offers a more global and intersectional perspective on feminism than Lean In. It explores what feminism means in the 21st century, addressing cultural and societal issues beyond the workplace. For readers new to feminist thinking or those looking to broaden their understanding beyond corporate contexts, this book provides an accessible and thought-provoking introduction.
Good Guys: How Men Can Be Better Allies for Women in the Workplace by David G. Smith and W. Brad Johnson
While Lean In primarily addresses women, this book focuses on how men can support gender equality in the workplace. It offers practical advice for male allies, complementing Sandberg’s call for men to support women’s advancement. This book is particularly useful for male readers of Lean In who want to understand their role in creating more equitable workplaces, as well as for women looking to engage male colleagues in gender equality efforts.
LeanIn.Org This is the official website of Sheryl Sandberg’s Lean In Foundation. It offers a wealth of resources including articles, videos, and tools for women’s career development. The site also provides information on how to start or join Lean In Circles, small groups that meet regularly to support each other’s goals. (https://leanin.org/)
Catalyst Catalyst is a global nonprofit working to help build workplaces that work for women. Their website offers extensive research reports, webinars, and tools on topics related to gender equality in the workplace. It’s an excellent resource for staying up-to-date on the latest data and best practices. (https://www.catalyst.org/)
Harvard Business Review – Women at Work This section of the Harvard Business Review website focuses specifically on issues related to women in the workplace. It features articles, podcasts, and research on topics ranging from leadership to work-life balance to gender bias. (https://hbr.org/topic/women-at-work)
Women in Leadership Summit This annual conference brings together women leaders from various industries to share insights, strategies, and networking opportunities. It features keynote speeches, panel discussions, and workshops on topics related to women’s leadership and career advancement.
Grace Hopper Celebration While focused on women in technology, this conference offers valuable insights for women in all fields. It’s the world’s largest gathering of women technologists and features presentations, career fairs, and networking events. (https://ghc.anitab.org/)
National Association of Women Business Owners (NAWBO) NAWBO represents the interests of women entrepreneurs across all industries. Membership provides access to networking events, educational resources, and advocacy efforts. (https://www.nawbo.org/)
Association of Women in Science (AWIS) AWIS is dedicated to achieving equity and full participation of women in all disciplines of science, technology, engineering, and mathematics (STEM). It offers professional development, networking, and advocacy opportunities. (https://www.awis.org/)
Women at Work Produced by Harvard Business Review, this podcast addresses the challenges women face in the workplace and offers practical advice for overcoming them. Episodes feature conversations with experts, researchers, and successful women leaders.
Ellevate Podcast: Conversations with Women Changing the Face of Business This podcast features interviews with women leaders across various industries, sharing their experiences and advice for career success. It covers topics like leadership, entrepreneurship, and work-life balance.
Gender in the Workplace (Coursera) Offered by the University of Pittsburgh, this course explores how gender impacts experiences in the workplace, including topics like bias, discrimination, and strategies for promoting equality. (https://www.coursera.org/learn/gender-in-the-workplace)
Women in Leadership: Inspiring Positive Change (edX) This course from Case Western Reserve University focuses on women’s leadership development, covering topics like authentic leadership, emotional intelligence, and creating positive organizational change. (https://www.edx.org/course/women-in-leadership-inspiring-positive-change)
Miss Representation This documentary explores how mainstream media contributes to the under-representation of women in positions of power and influence. It features interviews with prominent women in politics, journalism, and entertainment.
The Glass Ceiling This PBS documentary examines the invisible barriers that women face in rising to the top levels of American business. It includes interviews with successful women executives and explores strategies for breaking through the glass ceiling.
9to5: The Story of a Movement This documentary tells the story of secretaries in the 1970s who organized to demand better pay, more opportunities, and an end to sexual harassment. It provides historical context for many of the workplace issues discussed in Lean In.
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